Constructive Feedback: Manager's Step-By-Step Guide
- 1 hour on-demand video
- 14 articles
- 8 downloadable resources
- Full lifetime access
- Access on mobile and TV
- Certificate of Completion
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- You will be able to confidently follow the framework for delivering constructive feedback to staff.
- You will be able to effectively discuss performance and/or behavioural issues with staff.
- You will recognize why you sometimes delay providing feedback.
- You will understand where constructive feedback fits within the framework of progressive performance management.
- You will learn what the most common coaching pitfalls are the many managers fall into and that you need to avoid.
- You will be given a list of some of the most common core reasons for employee under-performance.
- Provide effective constructive feedback, and you will encourage effort, enhance performance, increase efficiency, reduce mistakes, and accelerate staff careers.
- PLEASE NOTE: the principles taught in this course are common practice in Australia, New Zealand, United States, and some other countries. Based on what country you work in, you may need to adapt some of the content to the common practices and requirements of that country.
- If you already have extensive experience in providing constructive feedback
- To qualify for this course you need to have staff that you manage, or aspire to be in a leadership position. Regardless of whether you have only one direct report, or many, the training in this course is equally applicable.
The main focus of this course is a step by step guide for providing constructive feedback to staff as a means of addressing under-performance and/or behavioural issues.
Framing the prime focus of this training is an overview of additional leadership skills that build on constructive leadership abilities to help to ensure the desired outcomes are achieved:
You will learn how important it is to be aware of, and work within the guidelines of, your company disciplinary policies.
The course also gets you thinking about complimentary skills you should possess that will ensure you present your concerns in a non-biased, caring, and effective manner.
This course offers an awareness of why constructive feedback is often ineffective and does not deliver the desired results.
This training also touches on the importance of identifying the root cause of an issue, and not just dealing with the symptoms.
Leaders sometimes delay providing feedback and there are a multitude of reasons as to why this might happen. You will be invited to do some self-analysis and consider whether any of these self imposed limitations might apply to you.
- Middle management: managers - supervisors - team leaders.
- Employees who aspire to a management position.
- Managers in training.
- Anyone is a leadership position who needs/wants a refresher on how to provide effective constructive feedback.
- This course is not designed for: 1. leaders who already have extensive practical experience and knowledge in this area 2. Students who are not prepared to appreciate that they may need to adapt the recommended process to the work practices and rules of the country they work in.
In this lecture I introduce myself, Silvia Wright-Davies, and as your instructor, I welcome you to this course.
One of the main responsibilities of a manager is to provide ongoing and timely feedback that supports their staff’s learning and development. The focus of this online course is a step-by-step guide for providing effective, constructive feedback.
There are 6 key areas we will be addressing, however there are numerous skills and factor that can influence the outcome of providing feedback that are well beyond the scope of this training.
Providing timely and effective feedback is important, however It is equally important to identify the core issue and not just deal with the symptoms.
The more you pre-plan the conversation you are going to have with your employee, the more in control you will be and the better equipped you will be to handle the unexpected. Become clear on what you aim to achieve and schedule a time to talk to the worker in private and a time when they can handle it emotionally,
When having a performance conversation with a staff member, it is important that you do your best to identify the heart of the problem by asking questions, and doing so in such a way that you encourage and invite the employee to give you feedback.
It is important that your employee engages in conversation with you, whilst your role is to ask clarifying questions and to listen to the answers. It is during this step of the constructive feedback process that employees will most likely share THEIR concerns with you. You need to facilitate that process and this requires the right communication skills.
Your role here is to truly listen, listen to what is being said and also read between the lines. What is the person’s body language telling you, what is their tone of voice telling you?
Truly listening will help you identify the core reason for the problem.
There is a big difference between telling the staff member exactly what they need to do to change, as compared to making suggestions, and seeking staff buy-in.
A note for existing students as you may have already viewed the following two videos toward the start of this course: on advice from some students, these two videos has been recently been removed from Section 1 and positioned here instead.
Most organizations have a written Disciplinary Policy and Procedures document that outlines the progressive performance management steps that leaders need to follow.
This is your wrap up video.
In your role of an effective leader, if you want top performing employees you need to address under-performance and any other issues that impact productivity or the culture within the organization.
Use the Constructive Feedback step-by-step guide outlined in this course whenever you have a 'cup of coffee' chat with one of your staff.